Recent data from the National Women’s Law Center shows that working mothers are hurting financially in a big way. This so-called “motherhood penalty” is the leading cause of these complications. The gender pay gap affects women in all fields of work. Mothers such as Evie Jay and Femilola Miller of London have made it all much more palpable through experiences they have lived.
As Femilola Miller, a mama three times over with children aged seven, five and three, puts it. Read her story about the financial and professional obstacles mothering poses. She notes her husband David’s salary has more than doubled since the couple started their family. In the meantime, she’s dealing with the economic realities of raising kids.
Evie Jay’s situation mirrors Miller’s experiences. After the birth of her third child, Ellie, Jay decided to reduce her work hours. She’s since gone back up to a full 35-hour work week with the National Health Service (NHS). In reality, despite her ongoing commitment to these ideals, Katherine’s earnings are still £55,000 a year behind her husband’s. Both women’s stories illuminate how motherhood can create wealth and professional opportunity chasms. This occurs in part due to systemic barriers such as lack of affordable childcare and rigid workplaces.
The motherhood penalty is caused by a myriad of issues that set mothers back in the workplace. Exorbitant childcare expenses frequently drive women away from returning to the workforce full time or into greater roles. Moreover, an uneven parental leave system does a poor job of protecting mothers during their return to maternal leave which inevitably leads to negative health outcomes.
Few jobs offer flexible hours or part-time options. This creates a bit of a catch 22, as it is extremely difficult for mothers to pursue their professional ambitions while managing family obligations. Discrimination against pregnant women and new mothers only exacerbates these issues. Every year, as many as 74,000 new moms are fired due to this discrimination.
The government has recognized these challenges and introduced measures such as 30 hours a week of funded childcare for working parents. A review of paternal leave is currently in progress, focused on the goal of providing a more fair and equal system for all families. Recent legislative changes have introduced more robust protections from redundancy for women who are pregnant or on maternity leave.
Despite these advancements, the statistics remain concerning. Women who work full time make 7% less than men. Aging risk Many mothers face mortality risks as large as or greater than their childbearing peers, particularly in the year following childbirth.
Katie Guild, a scholar on workplace equality issues, underscores the wealth-draining impact that parenthood can have. “The impact of having children can be shocking on finances,” she states. Guild points out that “mothers are not compensated even if they return to work full time and are dedicated to their career.”
Evie Jay reflects on her experience candidly, saying, “It was not even a question about what was going to happen to David’s career.” This feeling is shared by millions of women forced to change their career trajectories because of caregiving responsibilities.
Emma Potts, a business owner, voices her frustration about societal expectations placed on working mothers: “You’re expected to be a parent like you don’t work, but work like you haven’t got kids. You can’t win.” Potts notes the challenges faced by smaller businesses when employees take maternity leave: “Ultimately, smaller businesses like ours don’t have the luxury of large teams or spare capacity.” She adds that “every shift matters, every deadline matters, and every absence makes a difference.”
Joeli Brearley describes the situation as “a perfect storm of bias, outdated legislation and cultural norms.” Yet this blank-slate perspective obscures the systemic issues at play that have made it all too easy for mothers to continue struggling in the workforce.
